Talking about salary is still a sensitive topic, and asking a coworker how much they earn can often make people uncomfortable, but attitudes are changing. Between the rising cost of living, a talent shortage and new European laws on salary transparency, the topic of money at work is becoming less and less taboo.
Salary: taboo or not in 2026?
Long considered strictly private information, salary often remains a taboo topic. Comparing one’s pay to that of one’s coworkers was often perceived as awkward, rude, a source of tension or even risky for one’s career.
However, attitudes are beginning to shift. A survey conducted by Moovijob.com in Luxembourg reveals that 54% of respondents are open to discussing their salary with coworkers today, compared with 46% who believe this should remain private information. This balance shows that the subject remains sensitive but is gradually becoming less taboo.
This perception is also reflected in the testimonials we collected. An employee in Luxembourg whom we contacted as part of our survey shared her thoughts:
"A taboo? Yes and no, it depends on the coworker. Here in Luxembourg, I think it is a taboo. I tried to talk about it with some people, but they were not receptive."
This experience clearly illustrates that, even as attitudes evolve, the subject remains sensitive in many companies.
This secrecy surrounding salaries does, however, have consequences, as many employees still don’t know whether their compensation is truly in line with the market or with that of colleagues in similar positions.
In Luxembourg, this culture of secrecy remains particularly pronounced in certain highly competitive sectors, such as finance, IT, law and international corporate roles.
A different reality depending on the country
Attitudes towards salary directly influence how colleagues approach (or avoid) the topic among themselves. In France, discussions about compensation among colleagues remain limited, but have changed significantly. In fact, according to a study by Hellowork, 54% of French employees say they feel comfortable discussing their salary, a significant increase from 2019, when only 17% felt that way. However, the topic is still perceived as personal, or even inappropriate, which means that employees are generally reluctant to discuss their salary in a formal setting.
In Germany, discussions also take place, but they are often governed by collective bargaining agreements and pay scales, which makes comparing salaries between coworkers less of a focus in day-to-day life. However, 47% of German employees discuss their salaries with their coworkers, according to a study by the market research institute Bilendi.
In Belgium, the collective bargaining system strictly regulates pay levels, providing greater transparency and leaving less room for informal discussions about salaries. However, according to a 2024 study by Acerta Consult, 6 out of 10 workers communicate openly with their colleagues about their pay.
This cultural difference is also evident in the workplace. An employee working in an international environment in Luxembourg explains:
"For Germans, the answer is generally no; salary remains a rather taboo subject. On the other hand, my Scandinavian colleagues are much more open to discussing it."
This contrast shows that pay transparency also depends heavily on the cultural norms and laws specific to each country.
The younger generations are changing the rules
This is nothing new: Gen Z is clearly shaking up corporate norms. Whereas the topic of salary was once avoided, it is now much more openly discussed and even completely normalised in some professional conversations. According to a 2024 study by Figures, 79% of people under 30 have already discussed salary with their colleagues, and 91% would be willing to have that conversation.
For this generation, several ideas come naturally to mind, such as normalising talking about salary at work. Transparency is often seen as a guarantee of fairness, and the opposite can quickly lead to misunderstanding or frustration. This shift is also reflected in current practices: Discussions about compensation are on the rise on platforms like LinkedIn, Reddit and TikTok, where employees share their experiences, pay scales and market comparisons. You’ve probably come across those street interviews where the people being interviewed casually reveal their job titles and salaries as if it were no big deal.
Salary transparency: a revolution underway in Europe
This topic is far from being resolved. Pay transparency will become even more important with the implementation of a European directive that Luxembourg adopted on 7 June. In practical terms, this development is transforming recruitment and pay management practices.
Learn more about pay transparency in our dedicated article.
Some organisations will also have to comply with new reporting and justification requirements regarding compensation levels.
For labour law experts, this development will not lift the taboo overnight. One interviewed lawyer points out that salary remains a sensitive topic in many companies. He notes, however, that in organisations that use pay scales, employees already have a relatively clear idea of compensation levels, which naturally promotes greater transparency. In his view, the new European directive will gradually help change practices. This trend is already prompting many employers to plan and review their internal practices.
Talking about salary: a good or bad idea?
Discussing compensation can have real benefits for employees. It allows them to better gauge their position in the job market and determine whether their salary is consistent with their role, experience and industry standards. It is also a powerful tool for negotiating more effectively during the hiring process or when seeking a promotion within the company.
These discussions can also highlight potential inequalities or unjustified disparities among similar profiles, thereby promoting greater equity within companies. Finally, having a better understanding of compensation levels helps candidates position themselves more accurately when dealing with recruiters.
But these discussions are not always without consequences. Finding out that a colleague earns more for an equivalent position can sometimes cause frustration or even create tension within teams. In some work environments, this can also affect the work atmosphere or undermine certain internal dynamics. This is why many companies remain cautious about such conversations, even though discussing one’s own salary is generally not prohibited.
One thing is certain: the issue of salary is no longer completely off-limits, and its importance continues to grow within companies.
To learn more about the job market in Luxembourg, check out our blog.